The characteristics of boldness, forthrightness, and pragmatism in Northwest people's personality can indeed bring unique advantages to enterprises, but they need to be systematically guided in combination with modern management methods. The following are the specific adjustment suggestions provided for enterprises, step-by-step and scenario-by-scenario implementation： **1. Organizational structure and team building** 1. **Project-based flat management** -Set up a cross-departmental attack team, with Northwest employees as the team leaders (such as technical research and emergency projects), and give on-site decision-making power -Example: A wind power company in Xinjiang authorized the local team to directly call resources when the equipment was in emergency repair, and the efficiency of troubleshooting was increased by 40%.% 2. **Complementary configuration of talent structure** -Form a "development + operation" partner between Northwest employees and fine-grained employees -Case study: The sales team of a biotechnology company in Lanzhou adopts the model of "front-end negotiation by Northwest people + contract refinement by colleagues in Jiangsu and Zhejiang", and the payment cycle is shortened by 25 days. **2. Business process optimization** 1. **Market development link** -Authorize Northwest sales representatives to have up to 30% price fluctuation rights -Establish a "rapid response team": a mobile team composed of 3-5 Northwest employees, equipped with a dedicated travel budget -Actual combat data: After a dairy company in Inner Mongolia adopted this model, the coverage rate of customers in remote areas increased by 60%.% 2. **Production management innovation** -Implement the "ring system": publicize production problems every month, and employees independently claim and sign military orders -Set up "Golden Ideas" instant rewards, cash out within 24 hours -Effect: The implementation rate of the proposal of a chemical plant in Ningxia increased from 12% to 38%% **3. Design of incentive mechanism** 1. **Performance system reform** -The proportion of basic salary was reduced to 60%, and the "Pioneering Pioneer Award" and "Special Award for Emergency and Serious Risks" were added. -Implement a "combat merit points system", which can be exchanged for benefits such as paid leave/medical examinations for family members 2. **Immaterial incentives** -Set up a "hero wall" to show the story of resilience -The "Gobi Trekking Challenge" is held every year as a team building event -Data feedback: The employee retention rate of a construction company in Shaanxi increased by 27%% **4. Cultural integration strategy** 1. **Communication mechanism** -Monthly "Roast Whole Sheep Symposium": Management participates in casual wear -Implement the "three No principles": bearer, no accounting after the autumn, and no interruption 2. **Conflict management** -Establish a "go straight" feedback channel, and you must respond within 48 hours -Case: The statute of limitations for dispute handling by a logistics company in Gansu was shortened from 5 days to 1.8 days **5. Risk control** 1. **Dual-track decision-making system** -Bold proposals need to be accompanied by "three questions of risk assessment"： -What is the worst result? -Where is the stop loss point? -What is the backup plan? 2. **Process monitoring** -The weekly report is simplified to a "three-line summary": results, problems, and needs - Use Gantt Chart + color block to mark the risk level **6. Digital transformation support** 1. Develop a mobile "order grab" system to push temporary tasks in real time 2. Build a VR training room to simulate scenarios such as business banquets **Implementation path recommendations：** 1. Pilot phase (January-March): Select 2-3 business units for trial 2. Evaluation adjustment (Month 4): Use a balanced scorecard to evaluate the four-dimensional effect 3. Comprehensive promotion (from June): Supporting the formulation of the "Northwest Regional Characteristic Management Manual" This kind of adjustment is not simply laissez-faire, but through institutional design to transform regional personality traits into organizational abilities. The key is to establish "freedom within the framework", not only to maintain the momentum of the bold style, but also to avoid possible risk blind spots. According to the characteristics of their own industry, enterprises can choose 3-4 most matching modules for priority implementation.